Many people have misconceptions about using a staffing firm or recruiter to aid them in their quest for the perfect career. Sometimes these misconceptions prevent people from taking advantage of a staffing firm or recruiter. Let’s get one thing clear: The firm and/or recruiter’s job is to find you a job and help companies fill positions. It’s a win-win for companies and you, the potential employee.
When you decide to put the misconceptions aside and work with a recruiter, there are a few things you should know before diving in. First, recruiters are professionals at reading people. They have to be; the success of their company lies in them finding the perfect match. That being said, a recruiter is going to analyze your attitude right off the bat. When you first meet your recruiter, be professional, courteous and make eye contact; in short: be yourself (but the best you can be). Be open, answer their questions and show them that you are the ideal candidate for a position they are trying to fill. Treat this as you would an interview with a company because IT IS.
When answering questions from the recruiter, be as specific as you can be. Let them know the tasks you handled at your previous job, even some of the more mundane ones. Play yourself up while still being honest; sell yourself. Opening up your work history and tasks you’ve managed plays an important role in the recruiter assessing your abilities. You may not think that a certain, everyday task you handled previously is important to the job you’re applying for, but it could very well be.
While the relationship with your recruiter should be maintained as a professional relationship, also realize that they are there to help you. Ask them any questions you have regarding the process, hiring companies, etc. Follow up with your recruiter on a regular basis to keep yourself fresh in his mind (not that he will forget you, but this also helps your recruiter keep your details in the forefront).
Working with a recruiter can be an excellent way to find your dream position. The recruiters know where the jobs are, and they are often privy to jobs that aren’t posted elsewhere. In today’s world, networking and making contacts can go much further than what’s listed on your resume, and the recruiter is a great contact to have on your side.
The job market is ever-changing, which is good for some but confusing to others. Working with a staffing firm may be something you’ve never seriously considered, but for many of today’s workforce, the choice to work with a staffing firm has opened considerable doors in the way of their careers.
A staffing firm allows you to take advantage of many benefits you might otherwise be missing out on. For example, working with a staffing firm allows someone else to do much of the legwork in finding the perfect positions, whether they’re contract or direct-hire positions.
Building a relationship with a staffing firm allows you to get in on some of the best positions out there — ones that you’re not likely to find while scouring the various job boards and other leads available. The staffing firm works closely with both you and hiring companies, assessing your skills and the company’s culture to ensure the best fit.
Many people who work exclusively with staffing firms enjoy the flexibility of contract positions, being able to work in different companies. This also works well for the hiring companies; companies are able to stay fully staffed during their busiest times, ensuring that you, the employee, is busy and has a satisfying position during the duration of the placement.
Even if contract or temporary positions don’t seem appealing to you at the moment, consider the possibility of a rewarding connection with a company. Many contract positions can lead to permanent positions (not all, but many). Contract positions also help you hone your skills and develop long-lasting relationships (whether you end up with a permanent position or not).
Finally, another benefit of working with a staffing firm is more job security, especially if it has been difficult finding a position that matches your skills and career goals. Staffing firms have the inside leads on many positions with great companies. Their expertise and client base allows you to be able to find other positions much more quickly than if you were searching on your own.
While it may be a daunting thought to start working with a staffing firm and you may have questions regarding the benefits of doing so, chances are it will work out in a positive manner and potentially reward you with amazing career boosts.
Recruiters have a difficult position: they’re constantly working between both clients and candidates trying to make sure both are happy and that the end result is a match made in Heaven. To do so, their position requires that they perform multiple tasks, not unlike the juggling clown at the fair. In reality, the title “recruiter” is a catch-all for numerous titles including sales professional, professional advisor, career counselor, researcher and consultant.
The Circus Act
Performing — OK, juggling — all of these different tasks is a day in the life of a great recruiter and it also provides a solid foundation for success. Being able to do all of these tasks for both clients and candidates works a certain type of magic; you’re gaining the trust of not only the candidate, but of the client. You’re working to create a long-term relationship with both and, when that happens, you’ve created yet another success story.
Communicating is Key
The recession changed the way many companies hire and, in the same token, the way many candidates search for jobs. Great recruiters understand that not every candidate or client who walks in the door is familiar with the way staffing firms work. These recruiters are able to break it down and create a level of understanding in the candidate/client while selling him on the benefits of the staffing agency. Creating the bridge of understanding helps a recruiter gain the trust of both candidates and clients, ensuring that both parties are comfortable in their decision to start working with a staffing firm to help solve their problems.
Amazing recruiters also know how to build and maintain relationships with both clients and candidates. They know the importance of returning calls and emails in a timely manner, a top concern/complaint of both candidates and clients. After all, being a recruiter involves selling your services to both ends of the spectrum. Long-lasting relationships are part of any great business as they lead to a continued and loyal customer base while also garnering the support of new clients.
Becoming a great recruiter relies on your ability to juggle the many tasks involved and it’s not always simple. However, the difference between great recruiters and mediocre ones is their ability to maintain a level of genuinity and professionalism that creates the long-lasting relationships vital to success.
When you have a position that needs filled, one of the first steps is creating a job posting to place on your company’s website and on various job boards. After all, attracting qualified job seekers is your goal and qualified job seekers are scouring Internet postings looking for that perfect fit.
The job posting content may not seem like a big deal; you just need to put the basic information down, right? Yes and no. While it’s true that many qualified people are willing to take nearly any job right now because of the high unemployment rate, many are looking for a position that will help boost their careers. As such, the job posting itself needs to attract these types of job seekers.
Reach Out to Your Target
You won’t get too far if you’re not reaching out to your target demographic of job seekers. Being specific with the skills set and the job title is particularly important, especially if the position you’re looking to fill is more specific than the generic job title. For example, “Account Manager” can apply to numerous different types of positions. If it’s sales-based, write “Sales Account Manager” instead. If you’re looking for an expert to help with online marketing, don’t simply say “Marketing,” say “Online Marketing Manager” or something similar. Being specific in the position’s title can help attract job seekers with the right qualifications and skills.
Have Fun and Be Specific, but Don’t Go Overboard
The job description should be an easy read for job seekers, but it shouldn’t be filled with fluff or jargon that won’t come up in searches. Use the most common job titles and descriptions so that your posting comes up in seekers’ posts. It’s OK to use some jargon and have fun in the body of the description, as long as the more common search terms are also used. For example, if you’re hiring a social media manager, say so instead of saying something along the lines of “Social Media Ninja.”
In addition, keep your posts dedicated to the job and company. Detail the job description thoroughly (always be as truthful as possible in the job posting) and offer information relevant to the job posting. Be honest about the responsibilities of the position as well, making sure you don’t exaggerate or skimp on the details.
The job posting should grab the attention of qualified seekers while also coming up in search results. The right candidates are out there — you just have to know how to attract them.
Imagine what your team and company could be like if your team was filled with the top talent? Have you considered what that would look like for your organization?
The challenge is that not everyone who looks like the top talent actually performs that way once they start on the job.
Here are some ways to find the best top talent and get them working for your company.
1. Do your homework on every candidate. Many people are great at interviewing and saying exactly what you want to hear. They may even be able to skirt around some important issues and red flags that you aren’t aware of. That’s why it’s essential to do your homework on each candidate—even if they look like a great fit and have top talent potential, don’t take your chances.
2. Get outside eyes. The more people who interview the candidate the better. This doesn’t mean you need to have 7-8 or interviews, but stick two or three people from your company in on one interview. Different people will pick up different things that the person said so you can all compare notes and evaluate later. It’s one of the greatest assets of using a recruiter, as a skilled interviewer, we often hear things that others don’t. Plus, getting feedback from someone who won’t be in the daily trenches can also be a great source of information on different personalities and potential.
3. Ask for referrals and recommendations. Sometimes the best candidates and talent come from your existing talent pool and network. When you are ready to hire or looking for great talent, be sure to ask around and let people know that you are looking. Most people won’t recommend someone who they know won’t be a good fit.
4. Look for candidates even when you aren’t hiring. This can be challenging for most companies, especially since hiring takes time. But staying open to potentially new candidates when they are looking and on the market is your best bet to grab some of the top talent. If someone comes along, perhaps you can take them on as a contractor, consultant or even make room to hire that person.
Top talent always exists, it’s just a matter of taking the time to find those people and get them working for your company. A recruiter or staffing company can help you find these people faster—even if you are technically “looking.” perhaps it’s worth a conversation to let us know what your ideal top talent looks like so when we come across that person, we can let you know.